What are (the Main) Causes of Attrition?

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What are (the Main) Causes of Attrition?
Cecil Joel David, Member
The theory is pretty good, but I am of the view that the underlying reason for a big percentage of people who move on is the boss. Most of the time when an employee leaves his job it's due to the treatment he or she receives from the boss. Treatment here could include a number of things like the quality of mentoring, the motivation provided or the management techniques utilized. But once the feelings soured people they make up their minds to move on. Although this reason may not be given when asked.

Treatment of Boss
So Cecil it seems you agree with Herzberg. Since Herzberg defined hygiene factors as dissatisfiers. One of them is Quality of Supervision, which is similar to your "treatment from the boss".

Hygiene: Rotating Job Responsibilities
Cecil Joel David, Member
In that sense yes, it's true, and I have been witness to this on a few occasions. Secondly, the suggestion given by Herzberg on the ways work can and should be managed is a great idea. A lot of organizations hardly ever rotate job responsibilities as most people feel that they are good at one thing and fear failing and hence don't try another thing or are not given new things to be done. But if the organization makes this part of its culture every one experiences the other persons work and a deeper and better understanding can develop within teams. Not that there are no other benefits, but a team involved and understanding each other is generally more effective. The respect for the other persons responsibility makes a big difference.

Provide Training
Sergio Leite, Member
The organization's culture is a result from it's informal structure. So any management's ability gap must be faced like a need to be supplied in formal trainings. Any manager who does not respect his/her team members may certainly have no awareness from the job's responsibilities and from corporate goals and objectives. It's time to teach him/her and a corporate duty.


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